Masculinity Dominance of tough social values are achievement assertiveness

Masculinity dominance of tough social values are

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Masculinity Dominance of tough social values are achievement, assertiveness, competition and material success Competitiveness and work are priorities Highly masculine cultures: emphasise earnings, recognition, advancement, challenge and wealth Femininity Dominance of tender social values such as personal relationships, care of others and quality of life, gender roles are less distinct Highly feminine cultures: emphasises employee well-being, cooperation, friendly atmosphere, employment security and group decision making Time horizon orientation describes the time horizon, assess the sense of immediacy within a culture, whether gratification should be immediate or deferred Cultures high in long-term orientation Values perseverance and thrift Respect of tradition and family values Accept slow results Believe in savings and willingness to invest for the future Short-term orientation cultures Value immediate stability and income Care more about immediate gratification than long-term fulfillment Managing cultural change Recognising cultural differences (and similarities) across countries An understanding how culture impacts on particular aspects of business. Managing cultural differences (and similarities) in an informed way so as to mitigate cross-cultural risk Avoid large cultural clashes → Looking for similar cultures Bridge cultural distance, Build a very strong global company culture → but may not overpower national cultural differences Improve cross-cultural skills versus ethnocentricity Get local partners to present “local face” (e.g. locals as subsidiary managers, JV partners…)
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LISA YANG IBUS20002 Business in the Global Economy Tap on locals’ cultural understanding, know-how, business networks Harness cultural distance - strategic use of cross-cultural teams for innovation/problem-solving Ethnocentrism the tendency to hold the values, beliefs and norms of one’s own culture as the “right” ones regarding people from other cultures as backward, stupid, weird… emphasise our own group’s positive characteristics and emphasise the negative traits of other groups. Recommendations: Being conscious of ethnocentric bias Use opportunities for cross-cultural exposure (travel, learn another language…) Numerous forms of cross-cultural training available (expatriation, cross-cultural teams, negotiations..) Increase diversity of management teams Strategies Assume that people are different, not similar Delay judgement: treat your interpretations of others’ behaviour as temporary and subject to further analysis View cultural understanding as a never-ending process Practice putting yourself in other people's’ shoes Do not assume that all individuals in a culture behave and think identically (sub-cultures, individuals) Avoid stereotypes POLITICAL, LEGAL AND ECONOMIC DIMENSIONS POLITICAL DIMENSION Totalitarianism:
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  • '19
  • Developed country, LISA YANG

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